Because improving workplace mental health is simply the right thing to do. Savvy SME owners know that it makes good business sense to put their people front and centre when considering positive wellbeing. 

Workplace mental health statistics

According to Mental Health at Work: workplace mental health is a crucial aspect of overall employee well-being. 

  • 57% of all working days lost to sickness are mental health-related 
  • The cost of poor mental health each year per employee is estimated to be between £1,205-£1,560   
  • As many as 84% of employees do not feel able to disclose a mental health issue at work 

The Thriving at Work Report 2017 estimated that poor mental health at work could be costing employers as much as £43 billion per annum. 

In an environment with a tight labour market and high employee replacement costs, it’s wise to prioritise workplace mental health. This should be high on the strategic people agenda in any business regardless of size. 

We know that when we respect and support our teams and create a culture where people can thrive, our people will deliver better results. They will stay longer and support the business growth objectives. So how can we make this happen? A few simple steps could make all the difference and here are some of the things you could be doing: 

1. Make workplace mental health and wellbeing a priority 

Place employee health and wellbeing at the top of the agenda. Let the team know that you are doing this and set some clear goals for the coming months that everyone can get behind. 

Mind has created the Workplace Wellbeing Index which is designed to illustrate where your business sits on its benchmark of best practice and policy. This is something to consider for setting KPIs around improving employee wellbeing. 

2. Train managers 

Provide managers with the knowledge and support they need. This enables them to have meaningful and supportive conversations, backed up with action. 

3. Review how work is designed 

Unmanageable workloads are one of the main causes of work-related stress. Providing meaningful work with realistic timescales will help manage the risk of work-related stress. Spend some time reviewing how work is designed. Ensure that we get the best out of people and that work systems are engaging and manageable. Involve your people in this and involve them in determining how best to manage workloads and achieve business goals. 

4. Promote work/life balance 

Long-hours working is not a sustainable way of operating. Eventually, it will take its toll on people, resulting in lower productivity, and levels of engagement. This ultimately leads to employee burnout. An appropriate balance between work and personal life means people remain refreshed and productive. 

5. Provide support 

Aside from a legal duty to assess risk (and that includes stress-related risks), employers have a duty to provide reasonable adjustments. These support employees with long-term health conditions and disabilities. Take time to meet with employees, understand their needs, and provide the appropriate support. Not knowing about a specific health-related condition is no defence. If you suspect an employee is struggling and needs support, then start a conversation. Understand what they need to do their jobs to the best of their abilities. 

6. Promote an open culture 

The best workplace culture is one where people feel able to talk about all aspects of their health and wellbeing without experiencing detriment or ridicule. Combat stigma in the workplace. Raise awareness not only of mental health and wellbeing but all aspects of health including physical, social, and financial. 

7. Create a wellbeing policy 

This should cover not only mental health but also physical health. Once completed, ensure that all policies and processes are aligned with your approach. Then set out the tasks required to bring the policy to life. 

8. Start a conversation about workplace mental health

There is no time better than today to start a conversation about Mental Health. 

Don’t forget about yourself. The statistics around the mental health of entrepreneurs make alarming reading. According to Simply Business, approximately 47% of small and medium-sized enterprise (SME) owners have reported experiencing mental health issues in the last year.

Thank you to Kate Goodman for this article. Kate is Farringford Legal’s HR Services Director. She can support you in developing and delivering your Wellbeing policy and strategy. Reap the rewards of simply building a healthy workplace where your people can thrive.